First Steps into the Labour Market - 2021 International survey of students and recent graduates - Deloitte
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First Steps into the Labour Market 2021 International survey of students and recent graduates
First Steps into the Labour Market | 2021 International survey of students and recent graduates
Competition for top talent is already intense, and this will only
get fiercer in the post-Covid world that’s getting closer. This
is why we recommend that employers take every opportunity
to get under the skin of the best graduate talent. And that’s
what we hope First Steps into the Labour Market 2021 will
allow them to do.
*As a result of rounding, responses to the questions covered in this report may not aggregate to 100.
2First Steps into the Labour Market | 2021 International survey of students and recent graduates
Contents
Welcome 4
The story 6
Countries participating in the survey 8
Key findings 12
The personal outlook 14
Understanding leadership 28
Thinking about businesses around the world 31
Age, gender and cultural diversity 33
Rethinking traditional employment models 43
Sources of insight about employers 48
The four types of respondent 52
Contacts 54
3First Steps into the Labour Market | 2021 International survey of students and recent graduates
Welcome
Taking the pulse today of tomorrow’s prefer to work in various locations in flexible on our respondents’ salary expectations. We believe it’s essential that those employers
leadership talent hours (up from 42.6% in 2018), while just 9.6% However, their confidence in their ability to targeting the best graduate talent appreciate
We would very much like to welcome you to wanted the traditional model of working in find a good job within a reasonably short time the extent to which professional work is only
the 2021 edition of the Deloitte Central Europe an office for a fixed number of hours (2018: has fallen by 20% when compared to the 2018 one important value among others. Others
‘First Steps into the Labour Market’ report, 13.7%). These are meaningful shifts, which edition of the survey. It is difficult, however, to include success across many facets of life,
based on interviews with more than 9,000 show just how important it is that employers differentiate the effects that the pandemic has from good health and having a happy family to
students and recent graduates from universities across our region properly tune in and listen had on their attitudes and aspirations from experiencing adventures and great friendships,
across our region, including a sample from to how members of the upcoming generation ‘normal’ generational variations. from behaving ethically to earning the respect
France. see their future. Large proportion of all the best of other people. This again places significant
candidates may simply be more interested in That said, we believe a picture has emerged value on the need for employers to offer flexible
The information from this iteration of our employers that do not impose the straightjacket of a remarkably mature, self-reliant and self- working practices that give young recruits
research naturally builds on our previous of eight hours+ in the office every day. aware population of young people. Ranging the scope to develop in many areas of life.
editions, from 2013, 2015 and 2018. But there in age from 18 to 30, and largely with a focus
is, of course, one overriding factor that makes They want to work everywhere and at any time. on business and finance-related studies, they Another fundamental point for employers to
the external conditions that prevailed during appear to place personal development, growth consider is that this generation of young people
our interview programme in late 2020 quite Of course, the shift to hybrid ways of working and experience ahead of pure financial gain. recognises sustainable corporate and personal
different from those that existed in previous is not entirely driven by the pandemic. However, And when it comes to work, one feature they behaviour, including ethical environmental
years. The Covid-19 pandemic and resultant we believe that it has accelerated an existing share with previous respondents is that they’re and community best practice, as a vital
lock-downs and other restrictions have created trend – bringing the future forward. We also more interested in developing expertise than global priority. Our respondents, however,
a socially-distanced world of business – and believe it is here to stay, and that it should be assuming roles in managerial positions. Much overwhelmingly believe that businesses across
of study – in which the use of new remote ways a fundamental concern for every employer who the most important work-related motivational the world are focused more on their own
of working has rapidly expanded. is serious about engaging the best talent and factor in their lives is the opportunity to learn agendas than on the needs of wider society.
properly balancing the needs of the business something new, far outranking in importance Again, this is an indicator that the companies
In fact, the accelerating move towards flexible and its customers with those of its people. those tasks that deliver professional benefits aiming to employ the outstanding business
or hybrid working practices is one of the most such as promotions, salary increases and leaders of the future need to earn their respect
important takeaways from the 2021 report. Half Meanwhile, the Covid-19 pandemic does bonuses. and support through a transparent and clearly
(49.6%) of all respondents told us they would not appear to have had a particular impact evidenced commitment to sustainable practices.
4First Steps into the Labour Market | 2021 International survey of students and recent graduates
When it comes to leadership, we again believe
We believe it’s essential that
that companies would do well to listen to
the opinions of this upcoming generation. those employers targeting
The kinds of leader they are looking for have
strong strategic abilities, a desire to develop the best graduate talent
employees, a democratic approach and appreciate the extent to
an inspirational ability.
which professional work
Understanding the need to tune in and listen
carefully to the expectations of this generation
is only one important value
will help businesses identify, attract, recruit, Wolda Grant
Regional Talent Leader
Monika Kováčová
Regional Talent Director
among others. Others
retain and develop the exceptional talent that
will help them compete and excel in a post- Central Europe Central Europe include success across many
Covid 19 world. At Deloitte Central Europe,
we believe that our First Steps 2021 report
facets of life, from good
is an exceptionally powerful tool for getting health and having a happy
under the skin of this generation and gaining
the insight that’s essential to stand out in family to experiencing
a crowded and competitive market place.
adventures and great
We very much hope that you find friendships, from behaving
it an interesting and effective tool that helps you
sharpen the focus of your recruitment strategies ethically to earning
and activities.
the respect of other people.
5First Steps into the Labour Market | 2021 International survey of students and recent graduates
The story
This report investigates the plans and motivations In particular, they are keener than ever to experience
of future business leaders from across 19 European the benefits of truly hybrid working conditions – that
countries – those ambitious and hard-working young is, working from various locations, including home, in
people who are already proving themselves at some flexible hours. Half (49.6%) of all the 9,000+ students
of the continent’s best universities. and recent university graduates interviewed for
the 2021 Deloitte Central Europe (CE) ‘First Steps into
The questions we put to them in our survey covered the Labour Market’ report would prefer a working
many areas relating to what matters most when arrangement that allows them to work from various
choosing a job and an employer. We also asked how locations, including home, during flexible hours (2018:
they perceive businesses around the world and 42.6%). To illustrate just how much expectations
about how their attitudes have changed since before regarding working condition have changed in recent
the Covid-19 pandemic. Interestingly, most claimed years, less than 10% of respondents said they would
that this has not influenced their thinking. However, prefer the traditional model of working in an office for
in certain areas (particularly the rise in the popularity fixed hours.
of hybrid working), we believe there is evidence that
the pandemic has accelerated trends that were already In other words, they want success in all facets of life.
underway. If employers want the best and brightest graduates,
they therefore need to tune in and listen carefully to
The research has given us a new, yet familiar, picture their expectations – the ‘what’ and the ‘why’ behind
of an emerging generation taking its first steps onto their ambitions. If not, employers may run the risk
the career ladder – young people preparing themselves of losing valuable, new and exciting young talent to
to face the latest technological and economic the competition.
disruptions in today’s fast-changing world. They do not
shy away from hard work, although their approach to Our report will help you understand the issues involved
work-life balance differs from previous generations. and how the brightest young people from across Europe
They are keen to spread their wings and explore are responding to them.
the world away from home. And they are motivated by
personal goals and ambitions, not only a level of salary
they can achieve.
6First Steps into the Labour Market | 2021 International survey of students and recent graduates
Survey sample and the four groups
The survey gathered the views of 9,107 people aged Percentage of four groups among surveyed – total and by gender
18 to 30, most of whom were students and recent
graduates from leading universities from across Central
Europe and France. For the first time, we have also Gender Gender
included a proportion of technical-college students in
our sample. Our respondents include Millennials and
some of the earliest members of Generation Z.
Female Male Other or would not say Female Male Other or would not say
The average age of all respondents was 22.9, with those
aged 24 or younger accounting for 76% of the sample.
33% 27% 30% 30% 30% 26%
More women (67%) than men (33%) participated.
The great majority (82%) of the sample was made
Eager Beavers Total
31% All Rounders Total
30%
up of day students, with 8% studying part time and
another 8% working online. The remainder is made up
of correspondence or evening students.
More than 90% are at university, and almost 11% attend Gender Gender
professional schools, such as technical colleges. More
than 77% attend public universities.
More than 50% study business-related subjects Female Male Other or would not say Female Male Other or would not say
(economics, finance and banking, accountancy etc);
8% are engineering students (e.g. chemical, electricity, 21% 21% 12% 16% 22% 33%
electronics, mechanics); 7% are studying law, and almost
10% specialise in subjects related to information and
communications technology (ICT).
Fast Trackers Total
21% By-Standers Total
18%
7First Steps into the Labour Market | 2021 International survey of students and recent graduates
Countries participating in the survey
AL ALBANIA LT LITHUANIA
EE
BA BOSNIA AND HERZEGOVINA MD MOLDOVA
LV
BG BULGARIA
ME MONTENEGRO
LT
HR CROATIA
MK NORTH MACEDONIA
CZ CZECH REPUBLIC
PL POLAND
EE ESTONIA
PL
RO ROMANIA
FR FRANCE
RS SERBIA
HU HUNGARY
CZ
SK SLOVAKIA SK MD
XK KOSOVO
LV LATVIA SI SLOVENIA HU
FR RO
SI
HR RS
BA
BG
ME XK
MK
AL
8First Steps into the Labour Market | 2021 International survey of students and recent graduates
We’ve broken down our respondents into four key groupings, determined by their attitude to work, family life, money, society well-being, success, fame and other factors.
‘Fast Trackers’ ‘Eager Beavers’ ‘All Rounders’ ‘By-Standers’
They want nothing more than to get on For them, work is its own reward. Nothing They’re really balanced. They value Work is far from the most important thing
in their careers. This is central not just to beats the satisfaction they can gain from the importance of professional work and in their lives. They also have little regard for
their financial progress, but to their social a good day at the office. So, while they firmly their friends almost equally. And work’s not education, so work isn’t even a foundation
advancement too. That is why they commit believe that they should make sacrifices in only a way to develop personally, it’s also for self-development or learning. They
100% of their total potential to the job – their private life to get on at work, they never how they fulfil their duties to society. It goes don’t want to let it get in the way of enjoying
rather than having time off, they would rather see it as an unpleasant duty. While they without saying that they’d work even if they life and seeing their friends. It’s merely
use it to get more done at work. They have certainly see work as key to their social and didn’t have to. And while work is far more something to put up with because they’ve
the confidence to believe that whenever they financial advancement, however, they also important than simply helping them gain got to earn money somehow – if they could
make an effort they can always outperform have some interests outside their jobs. promotions and make more money, it’s not get by without a job, they’d probably give
others. But they’re not easily satisfied – the be-all-and-end-all for them. Their life it up like a shot. But money does matter: they
because working hard is all about that next away from work really matters too, and they see wellbeing and affluence as important
promotion, they get little satisfaction from never feel that they ought to give up outside factors, so working is a necessary part
a day of intensive effort. interests because of the demands of the job. of their lives whether they like it or not.
9First Steps into the Labour Market | 2021 International survey of students and recent graduates
It’s worth pointing out that having a happy family and Most important values - for all the respondents
good health are the most important factors to all four
78%
groups, while professional work comes third for two
Happy family
of them (Eager Beavers and Fast Trackers); friends 83%
are also essential for two groups (By-Standers and All Good health
30%
Rounders). The fourth priority for Eager Beavers and
An honest life
Fast Trackers is education; well-being and affluence 39%
are important for By-Standers. Having a life full Professional work
of adventures and experience is the fourth in priority for 21%
All Rounders. Peace
24%
Respect of other people
7%
Religious beliefs
40%
Friends
35%
Education
32%
Wellbeing, affluence
4%
National prosperity
34%
A life full of adventures and experience
26%
Freedom to voice one's own views
15%
Contact with culture (art, music, literature, film)
11%
Success, fame
7%
Opportunity to participate in democratic social and political life
10First Steps into the Labour Market | 2021 International survey of students and recent graduates
Attitudes towards professional work
Fast Trackers All Rounders
92% 87%
It offers opportunities to fully develop human potential It offers opportunities to fully develop human potential
90% 61% 89% 83%
I would work even if I did not need money It is a duty to society I would work even if I did not need money It is a duty to society
7% 17%
54% It is just a way to make money 14% It is just a way to make money
My life is primarily focused around it My life is primarily focused around it
67% 17%
2% It is the core source of human satisfaction 6% It is the core source of human satisfaction
It is basically an unpleasant duty It is basically an unpleasant duty
44% 38%
86% Without the opportunity for career progression 34% Without the opportunity for career progression
It is the core source of contact with it makes no sense It is the core source of contact with it makes no sense
other people other people
90% 72%
It is key to social advancement and affluence It is key to social advancement and affluence
Eager Beavers By-Standers
85% 64%
It offers opportunities to fully develop human potential It offers opportunities to fully develop human potential
88% 29% 39% 40%
I would work even if I did not need money It is a duty to society I would work even if I did not need money It is a duty to society
12% 72%
29% It is just a way to make money 32% It is just a way to make money
My life is primarily focused around it My life is primarily focused around it
45% 27%
2% It is the core source of human satisfaction 38% It is the core source of human satisfaction
It is basically an unpleasant duty It is basically an unpleasant duty
97% 60%
47% Without the opportunity for career progression 54% Without the opportunity for career progression
It is the core source of contact with it makes no sense It is the core source of contact with it makes no sense
other people other people
84% 74%
It is key to social advancement and affluence It is key to social advancement and affluence
11First Steps into the Labour Market | 2021 International survey of students and recent graduates
Key findings
The new hybrid working model: ‘everywhere and a freelancer or consultant working on a flexible or short- Aspirations Leadership competencies and priorities
any time ’ term basis. Almost half of our respondents are aiming to become According to our respondents, the characteristics
Working from various locations (such as in the office or experts in their professions – not necessarily to of a good leader must include strong strategic abilities
at home) with flexible working hours is the preferred Loneliness and a lack of human interaction is what our hold managerial positions. Just under 40% aspire (60%), the skills required to develop employees (44%)
choice for close to half (49.6%) of our young respondents (56%) fear most when they think about to management roles, including more than 20% and the ability to demonstrate a democratic approach
respondents, up from 42.6% in the previous 2018 remote working, almost regardless of gender and age. at the most senior level. (43%). In addition, leaders should be decisive and inspire
edition of the First Steps survey. Fixed working hours The one exception is that of the youngest students, who the people they lead (40%).
with the freedom to work from different locations are more worried about potential interruptions, such as Important values, motivation and self-confidence
is the best option for 15.5%, while the traditional model family duties, that can happen at home. Good health and a happy family life topped the ranking The top four leadership priorities are first to secure
– working in the office for a fixed number of hours – of values, chosen by 83% and more than 78% the long-term future of the organisation (almost 44%),
is attractive for only 10% of those we surveyed (down State of the economy and the labour market of respondents respectively as the areas they value then employee development (43%), next to make
from 13.7%). In our view, this indicates a continuing Our respondents are more positive about the labour most. Having a professional career is one of the most a positive impact on clients (41%), and then employees’
shift in attitude in a majority of surveyed countries, market in general than about the state of the economy important values for 39% of the sample. well-being (40%).
and it is essential that employers carefully balance in their individual countries. Although 38% see
the expectations of high-achieving recruits with the labour-market situation as poor, more than 70% Young people are most motivated by those tasks Expectations regarding employers
the needs of the business and its customers. are confident that it will take them only around one to at work that give them the opportunity to learn When choosing an employer, 42% of our respondents,
six months to find a good job. In the 2018 research, something new and acquire expertise (73%). This is by regardless of gender, see individual plans and
It was also interesting to note that many of their own this view was shared by 89% of our respondents. far the highest-ranked motivational factor, followed by opportunities to develop their careers as most
personal capabilities that respondents value particularly The COVID-19 pandemic has not significantly affected tasks that develop and expand their expert knowledge important. Salary, unsurprisingly, continues to be
highly are those that will flourish in a flexible or virtual young people’s financial expectations. A majority still (45%) and that are important for professional benefits an important consideration when choosing an employer
working environment: these include the ability to plan expects their salaries to match pre-pandemic levels. (such as promotion, raise and bonus). and was our respondents’ second most important
and meet deadlines, problem solving capabilities, strong priority.
communications, independence and more. In particular, Mobility and professional experience Almost 90% of respondents told us that finding
82% selected ‘resilience’ (the ability to persist in the face More than a quarter of students plan to move abroad an attractive job is dependent solely on their own When it comes to choosing the type of company where
of challenges, obstacles and disruptions). This was to pursue their professional career, and 72% are efforts and experience. young people wish to develop their careers, one ‘ideal’
a new option in 2021, which we believe is particularly willing to move to another country for a job. More than type stands out. Well over a third of the sample (almost
appropriate in the Covid-19 era. 50% of our respondents have work experience that 38%) identified large international companies as
is compatible with their studies or profession. A majority the kind of employer they would like to work for.
Almost two-thirds (64%) of our respondents tell us that are or have been employed in a full-time job.
a full-time/permanent contract with a single employer
is what they are looking for. One in four would rather be
12First Steps into the Labour Market | 2021 International survey of students and recent graduates
Ways to interact with employers issues. Almost 12% of students are unable to present
Social media sites account for the two top sources that an unequivocal opinion.
young people use to find information and insights about
potential employers and jobs. LinkedIn is the first choice The diversity agenda
for 27% overall. It is also the first choice for several sub- The great majority (92%) of the young people who
groups: respondents over 25 years of age (36.5%), those participated in our research told us they would prefer
with more extensive experience (34%), those who wish to work in an organisation with a diverse workforce (in
to work for an entity owned by a third party (30%) and terms of age, gender, nationality, etc).
those aspiring to become managers (30.5%).
While for 35% the age of a supervisor is unimportant,
Facebook is the primary source of information for 20% almost 39% of all respondents would like to have a boss
of those surveyed, being equally popular among female aged between 36 and 50. In particular, those who do
and male respondents and, unsurprisingly, slightly not have managerial aspirations do not see age as
more popular among less experienced and younger an important issue.
respondents aged under 22 (22%).
While almost 18% of our respondents would prefer their
When applying for a job, the face-to-face interview supervisor to be a man (compared with 8% who would
is the preferred method of connecting with a potential sooner have a female boss) it is reassuring to see that
employer, selected by almost 77% of young people. almost 75% have no gender preferences when it comes
to who they report to. Scarcely 7% of respondents
Perceptions of business organisations and would prefer to work only with members of the same
national governments gender.
Nearly three-quarters (71%) of our respondents think
that businesses across the world focus on their own While the great majority (85%) would prefer to work
agenda rather than considering wider society. Almost alongside people from different cultural backgrounds,
half believe that businesses around the world take it should be noted that 15% would not wish to share
a strong leadership position on issues that impact wider their professional life with people from diverse
society. More than half (55%) believe that businesses backgrounds. One in five male respondents hold this
are doing better than governments when it comes to attitude, as do 13% of females in the sample.
demonstrating strong leadership on important social
13First Steps into the Labour Market | 2021 International survey of students and recent graduates
The personal outlook
A somewhat pessimistic perception
of the economic environment
The COVID-19 pandemic has not significantly affected
financial expectations. More than three-quarters (77%)
More than half (55%) of our sample are either in work
or doing an internship. When asked in which country When choosing
an employer,
The survey shows that, in general, students hold mixed confirm that their salary expectations are the same as they are planning to pursue their careers, one country
views about the region’s economy. Nearly half of our they were before the pandemic. One in five says that – Germany – is the clear leader, with 18% of young
respondents (48%) see the economic situation in they would have asked for higher pay. people saying this is their preferred location to start or
a country where they work/study as poor or quite poor, continue a professional career. The United States and the most important
while a significant 40% see it as average. Only 13% see While, as mentioned above, almost 40% think the labour Great Britain come second (both slightly at above 10%),
the economy as quite good or very good (9 p.p. lower
than in our survey of three years ago).
market is in a very or quite poor condition, a quarter
of respondents believe they could find a good job within
followed by Switzerland at 6%. is to have an individual
Our respondents are more positive about
just six months, while 34% are confident that this would
take no more than three months.
Our findings reflect very well on the preparation for
work that students receive at university, with 47%
development plan and
the employment market in a country where they work/
study and plan to work, with 23% holding an optimistic Professional experience matters, and mobility
finding it good or very good, and 37% seeing it as
average. This is not a big surprise though, taking into
opportunities to develop
outlook. At the same time, 38% see labour-market
conditions in their countries as poor and the rest as
is high on the agenda
A high 90% of participants are either studying or have
account that our respondents come from some
of the leading universities or professional schools in careers. This is the first
choice for 42% of our
average. completed their studies in the same country where they their respective countries.
finished their secondary education. More than 28%
Most students (almost 54%) have not changed their of our respondents plan to move abroad to pursue their
opinion on the state of the labour-market since careers, while 53% are still not sure where they want to respondents.
the pandemic struck, while 44% believe they would settle.
have been more positive about the labour market if
the pandemic had not happened. The same proportion At the same time, 28% would not be willing to consider
of respondents sees their current financial situation as the idea of moving to another country to find a job,
average (neither poor, nor good). Just 4 p.p. fewer (40%) while 72% are happy to consider such an idea. In this
believe they are doing fairly or very well. context, and as a result of COVID-19, one in five of those
questioned told us that their willingness to leave their
country of residence has decreased since the outbreak
of the pandemic. For almost 70% of respondents,
however, the pandemic has not affected the inclination
to relocate.
14First Steps into the Labour Market | 2021 International survey of students and recent graduates
Ranking competencies
Self-assessment of competencies vs perceived value to employers
54,6% 91,3%
Ability to effectively learn new things
65,5% 85,6%
Logical/analytical thinking (information analysis, drawing conclusions)
30% 84,8%
Problem solving
58,3% 83,5%
Teamwork (teaming)
29,6% 83,4%
Digital literacy
6,8% 83,3%
Empathy
52,4% 83%
Self-organisation (good planning and keeping deadlines)
27,2% 81,8%
Resilience (persistence against challenges, obstacles, disruptions)
40,3% 81,7%
Communicativeness
28,7% 79,4%
Independency at work and in making decisions
11,6% 77,2%
Creativity
25,1% 72,3%
Conflict solving
4,6% 68,9%
Delegating and coordinating work of others
11,2% 68%
Leadership
19,5% 65,6%
Entrepreneurship and initiative
34,6% 60,9%
Stress resistance
Self-assessment
Perceived usefulness
15First Steps into the Labour Market | 2021 International survey of students and recent graduates
Young people entering the labour market can Self-assessment of competencies skills and abilities – percentage of respondents giving themselves high rates
sometimes be accused of over-confidence.
91,3%
Inexperienced people tend to overrate the level of their
Ability to effectively learn new things
skills and abilities, often assuming that they are more 85,6%
skilled than they actually are. Our respondents aged Logical/analytical thinking (information analysis, drawing conclusions)
84,8%
between 18 and 22 appear to be less confident when
asked about the great majority of the competencies we Problem solving
83,5%
analysed. Surprisingly, however, when asked about their Teamwork
ability to delegate and coordinate the work of others 83,4%
and about their leadership skills, this group appears Digital literacy
83,3%
to be more confident than their counterparts aged
Empathy
between 23 and 30. 83%
Self-organisation (good planning and keeping deadlines)
However, our respondents are very realistic about 81,8%
the expectations of them held by their current or Resilience (persistence against challenges, obstacles, disruptions)
81,7%
future employers. Appreciating that they will enter
Communicativeness
organisations at a junior level, they understand that 79,4%
leadership skills or the ability to delegate assignments, Independence at work and in making decisions
77,2%
to solve conflicts or demonstrate empathy, are not
Conflict solving
what their superiors will be looking for. They believe 72,3%
that the competencies sought after among junior staff Creativity
members are logical and analytical thinking, teamwork 68,9%
and the ability to effectively learn new things. Delegating and coordinating work of others
68%
Leadership
Older and more experienced participants appear to be 65,6%
just as confident as their younger counterparts. Entrepreneurship and initiative
60,9%
Stress resistance
16First Steps into the Labour Market | 2021 International survey of students and recent graduates
Clear expectations regarding employers The important factors when choosing an employer (first choice)
When choosing an employer, the most important factor
42,4%
is to have an individual development plan and opportunities
Career development plans and opportunities
to develop a career. This is the first choice for 42% of our
respondents, regardless of gender, and is especially 29,9%
important for those aged 23-24. This was rated far ahead Salary offer
of the third and fourth-placed factors (having a flexible work 6,5%
schedule and a friendly working atmosphere). Opportunity to have a flexible work schedule
5,7%
It is no surprise that salary continues to be an important
factor when it comes to choosing an employer. This was Friendly work atmosphere
the second-ranked priority for our respondents, with 30% 4,7%
telling us it is the first factor they take into account when Job security
choosing an employer.
3,7%
Opportunities to develop career internationally
Salary is more important for male students than for
females. It is definitely more significant for those aged 25 or 3,7%
older than it is for the youngest group of respondents (aged Employer’s reputation
18-22 years).
1,8%
Opportunity to work from home
As a corollary, career-development opportunities become
less important with each year for those already active in 1,1%
the labour market. A friendly work atmosphere, job security Recommendations from friends/colleagues
and an employer’s reputation have little significance for 0,4%
young people. These were respectively the first-choice Technology enabled
answers for respectively less than 6%, 5% and 4%
0%
of respondents.
Cafeteria benefits
Interestingly, while salary is of fundamental interest, other
aspects of the overall benefits package are not insignificant
in the selection process.
17First Steps into the Labour Market | 2021 International survey of students and recent graduates
As in 2015, ‘insufficient appreciation of my work’ ranked Reasons to leave an employer
first when making a decision to leave an employer,
26,2%
accounting for 26% of responses. A poor atmosphere/
Insufficient appreciation of my work
negative relationships at work were equally important
25%
for our respondents (even though they are not key
Poor atmosphere/negative relationships at work
factors when choosing an employer). Insufficient
appreciation was more important for males than 15,9%
females, while a low salary was the reason to leave Insufficient opportunities for professional development
a company for only 11% of respondents. Stressful work, 10,8%
having no time for a private life and dull work do not Low salary/ better financial offer by another employer
appear to be decisive factors when choosing to leave 6,2%
an employer. Stressful work
4%
No time for private life due to too much work
3,8%
Routine/boring work
3,7%
Too few opportunities for career development
2%
No sense of certainty and stability of employment
1,6%
Poor communication with superiors
0,7%
Atmosphere of rivalry
0,2%
Poor location/poor access
18First Steps into the Labour Market | 2021 International survey of students and recent graduates
Decisions about a job Important aspects when choosing a job (first choice)
Nearly half (46%) of our respondents see the potential Opportunity to develop Interesting and developing Great opportunities
for acquiring and developing new skills as an important and acquire new skills projects of advancement
factor when choosing a job, with an equal spread among 6,6% 8,1%
men and women. People aged 25 and over are less
likely to make a decision based on this factor than their
younger counterparts.
46,3%
An attractive salary is the most decisive factor for close
to a fifth of our respondents. It is more important for
men than women, and older respondents (between
25 and 30) are more likely to make a decision based on
salary than younger students.
Attractive salary Work-life balance
Our respondents chose work-life balance as the third
10,6%
most important factor, with more than 10% placing 18,5%
it first. Opportunities for advancement and interesting
projects were in fourth and fifth places. Interesting
and developing projects are more important for older
respondents aged between 25 and 30.
19First Steps into the Labour Market | 2021 International survey of students and recent graduates
Target employers Preferred company types
When it comes to the particular type of company with Start-up
which young people wish to launch their careers, one
Large national company
‘ideal’ type stands out. More than a third of the sample
(almost 38%) identified large international companies as 3,9%
the kind of employer they would like to work for. Large 6,4%
international companies are a particular target for those
aspiring to managerial positions and those who already 7,3%
have a significant amount of experience.
Medium-sized or small national company
37,8%
The two next most-selected categories are ‘no preference’
and a ‘business of my own’, meaning that the closest actual Large international company
competitor is a ‘medium-sized or small foreign company’,
with almost 9% of preferences. This clearly suggests that Medium-sized or small foreign company 8,5%
smaller, locally and regionally-focused business will find
it increasingly difficult to attract the best graduate talent.
However, they can compete in other ways. Young people
also seek other qualities in an employer, including
factors like work-life balance and the potential to acquire
and develop new skills. Interestingly, just 4% of our
respondents want to get professionally involved with start- 16%
ups – a type of enterprise with a well-established image 20,2%
of being driven mostly by energetic and innovative young
My own
people. This might be yet further confirmation that young
I have no preference
people, at the beginning of their professional journeys,
value the stable working environment offered by larger
international organisations over business models with
relatively high uncertainty. However, even though start-ups
ranked low in the overall ranking, 16% of respondents are
considering establishing their own businesses.
20First Steps into the Labour Market | 2021 International survey of students and recent graduates
Values that are essential for young people Most important values
When we asked respondents to select up to five values
83,1%
that are most important to them, good health and
Good health
a happy family topped the ranking with 83%. More 78,4%
than 78% of young people confirmed that these are Happy family
39,5%
the factors they value most. Happy family is the most
Friends
important value for almost 80% of young people aged 39,1%
between 18 and 22 – slightly more important than for Professional work
34,5%
their older colleagues. Consequently, professional work
Education
is important for not quite 37% of these young people, 33,8%
the lowest score among all age groups. A life full of adventures and experience
32,4%
Wellbeing, affluence
Overall, having a professional career is one of the most 30%
important values for 39% of our respondents. Having An honest life
25,7%
a group of good friends is another popular choice for
Freedom to voice one's own views
our respondents. Work is the most important value for 24%
almost 42% of those aged 23 and 24, making this factor Respect of other people
20,9%
more important for them than for other age groups.
Peace
15,5%
While leading an honest life is one of the most Contact with culture (art, music, literature, film)
10,6%
important values for 30% of our respondents, it is more
Success, fame
important for men than women and for people of over 7,5%
25. Opportunity to participate in democratic social and political life
7,4%
Religious beliefs
Religious beliefs and the opportunity to participate in 3,8%
democratic social and political life were selected as National prosperity
0,7%
important by just over 7% of respondents. The chance
Other
to participate in democratic life is more significant for
men (close to 9%) than for women. It is also far more
important for those who chose not to reveal their
gender (close to 19%).
21First Steps into the Labour Market | 2021 International survey of students and recent graduates
As much as a third of our respondents said that their life Value of work (top choices)
is focused primarily around work. This is especially true
83,7%
for men and for those aged between 25 and 30. Almost
Work offers opportunities to fully develop human potential
84% see work as a way of developing human potential.
80,3%
Almost the same proportion (81%) sees work as a key
Work is key to social advancement and affluence
factor to social advancement and affluence, confirming
that they would work even if they didn’t need money. 80,3%
More than half (57%) think that work is a duty to society. I would work even if I did not need money
While social advancement is important for these young 57%
people, so is developing one’s potential and having Work is a duty to society
a sense of responsibility towards society More than 56,5%
56% of our respondents also confirmed they do not see Work is the core source of contacts with other people
much value in work unless they can develop a career,
56,4%
with almost 60% of our male respondents holding this
Work without the opportunity to develop a career makes no sense
view.
40%
Work is the core source of human satisfaction
While it is reassuring to see that young people think
of work as a way of achieving social status, it is worth 32,7%
noting that almost 10% of our respondents see work as My life is primarily focused around work
just an unpleasant duty, while 23% think it is just a way 22,9%
to make money. Once again, more male than female Work is just a way to make money
respondents express such believes. These views were 9,6%
also more common between older respondents than Work is basically an unpleasant duty
their younger counterparts.
22First Steps into the Labour Market | 2021 International survey of students and recent graduates
Young people are self-confident and have a lot of faith Importance of work and self-confidence
in their abilities and competencies. Close to 90% Finding an attractive job is primarily up to my efforts, Most of my friends work or try to gain valuable
of our sample believe that finding an attractive job experience and competences professional experience
is dependent solely on their own efforts and experience.
Almost 80% are confident that their careers will be
driven primarily by their efforts and actions. Close
to 83% say that professional life has always had
an important value in their families and that the majority
of their friends either work or are looking for ways to
88,4% 82,7%
gain professional experience.
Professional work in my family has always been Only I and my efforts related to work
an important value – something to value and respect will drive my career
82,8% 78,2%
23First Steps into the Labour Market | 2021 International survey of students and recent graduates
Young people from Central Europe and France also Professional life, work ethics and work-life balance
believe that work is a way of developing human
57%
potential. While they would work even if they didn’t
Work should not require me to stop doing other things I value in life
have to, they are certainly not willing to sacrifice other
44,5%
activities and values for their jobs. Over half (57%)
I feel satisfaction after a day of intensive work
think their work should not require them to drop other
activities in their lives. 41,6%
I do everything to comply with my professional duties
Work is definitely a source of personal satisfaction, 37,3%
but it is clear that not many young people are willing It is good to be kept busy at work and actively look for activities
to complete professional tasks if the cost of doing so 35,9%
is too high. Nearly a third (30%) believes hard work I would wish that work left more free time for other activities and rest
is a way to achieve success and outperform others.
35,2%
For 40%, it is a core source of satisfaction, and many
I commit 100% of my potential at work
tell us they are ready to commit their full potential to
30,1%
work and comply with their duties. Certainly, the work
With hard work I can achieve more than others
ethic is high on the agenda for young people and
work is an important part of their lives, but this is only 18,4%
the case provided it does not take more than is officially I complete my tasks even at a high cost
required and their private lives do not suffer.
24First Steps into the Labour Market | 2021 International survey of students and recent graduates
Motivating factors Source of motivation
When we asked respondents to select five tasks, that 73,3%
motivate them at work the most, the opportunity to learn Offering an opportunity to learn something new and acquire new
know-how and experience 45%
something new and acquire expertise emerged as by far
the highest-ranked motivational factor (73%). This is followed Developing and expanding my expert knowledge
44,6%
by the desire to develop and expand expert knowledge (45%) Important for professional benefits (promotion, raise, bonus)
and those tasks, that deliver professional benefits, such as 39,8%
promotions, salary increases and bonuses. It is not surprising Leveraging my personal strengths
36,4%
that learning opportunities are so important to the group. Compliant with my professional interests
Not only do they come from the leading universities in each 32,4%
of the countries we surveyed, they also are at a stage in Important for the company's interests and objectives
26,3%
their lives where everything to date has focused on learning,
Providing an opportunity to work in an international environment
providing them with the route forward to fulfil their ambitions. 26%
Constituting a major challenge
24,1%
Young people are certainly not looking for security at work:
Creating an opportunity to meet new people
only 6% are motivated by having little risk at work, and what 21,8%
is already known and mastered has any value for less than Useful for others
21,7%
14%. Appreciation from colleagues (12%) and team work
Supporting the appreciation of superiors
(10%) are also of little importance. However, appreciation by 20,2%
superiors is a motivating factor for more than 20% of those Providing an opportunity to use modern technologies
15,6%
surveyed. According to our study, appreciation from peers
has more value for men than women. The result of which is primarily up to me
15,5%
Exceeding my professional interests
Meeting new people is important for almost one quarter 15,1%
of our respondents; a slightly smaller share is motivated by Providing an opportunity to use foreign languages
13,6%
being useful to others. The opportunity to meet new people
Known and mastered
is definitely more important for those aged between 18 and 12,2%
22, as well as for our female respondents. The results of team Supporting the appreciation of fellow colleagues
9,9%
work might not be a priority for young people, but at the same
Results achieved through team work
time being primarily responsible for the outcomes of work 6,3%
is a key motivating factor for less than 16% of respondents. Not much risk
25First Steps into the Labour Market | 2021 International survey of students and recent graduates
Which way to go Young people’s aspirations
Almost half of our respondents wish to be experts in I am more interested in horizontal development
their professions, not necessarily holding managerial and gaining varied experience than in a career
positions. Almost 40% aim to reach managerial
functions, including more than 20% who aspire to
senior positions. Key managerial positions are especially 13,5%
important for our male respondents, with close to
30% of them saying that this is their goal. Horizontal
development and gaining a range of experience
is valuable for more than 13% of the sample.
I wish to reach a medium/high managerial level
I primarily wish to be an expert in my field,
15,8% not necessarily in a managerial position
47,8%
22,9%
I wish to occupy key managerial positions
26First Steps into the Labour Market | 2021 International survey of students and recent graduates
Young people recognise sustainable
corporate and personal behaviour,
including ethical environmental and
community best practice, as a vital global
priority.
27First Steps into the Labour Market | 2021 International survey of students and recent graduates
Understanding leadership
Faces of leadership Definition of a ‘true leader’
According to our respondents, leaders’ characteristics 60%
must include strong strategic skills (60%), the ability to Strategic thinker
44%
develop employees (44%) and a democratic approach
(43%). In addition, leaders should be decisive and inspire Driven by developing employees
43,2%
the people they lead (40%). Not surprisingly, they also A democratic approach (decisions shared)
need to support new ideas (32%) and have good inter- 40,3%
personal skills (30%). Inspirational
40%
Decisive
Our research confirms again that female respondents 36,7%
tend to value factors such as taking a democratic Charismatic
32,1%
approach, developing employees, supporting new ideas
Supports new ideas/innovative products and services
and high ethical standards more than males do. Men, 29,5%
meanwhile, are more likely to admire a strategic thinker, Inter-personal skills
23,4%
or a charismatic and visionary leader. In our findings
Visionary
about male and female attitudes to leadership, there 22,6%
is – again – a danger of appearing to support stereotypes. Good presenter/speaker
22%
Indeed, females more frequently selected perceived
Strong business ethics
‘soft’ factors, while males appear to value more ‘tangible’ 20,8%
aspects of leadership more highly. However, we should Advanced technical skills
20,2%
not take the stereotypes too far: doing so would make
it easy to assume that females are more likely to make Passionate/enthusiastic
18,8%
collective rather than autocratic decisions, or that they Has market foresight
are more ethical in their outlook and actions. 18,2%
Ensures the business has a positive impact on wider society
10,2%
Strategic thinking is the key leadership attribute for those
Well networked
who aspire to managerial positions. The older group 8,9%
of our respondents, and those with more experience, Visibility within and outside the organisation
6,7%
tend more than their younger colleagues to value leaders
Driven by financial results
who are driven by developing employees. Our youngest 2,4%
respondents saw demonstrating passion and enthusiasm An autocratic approach (all decisions made by themselves)
28First Steps into the Labour Market | 2021 International survey of students and recent graduates
as an important leadership attributes, as did those who Essential priorities
would rather establish their own business rather than
43,7%
work for an entity owned by a third party.
Ensuring the long-term future of the organisation
42,5%
Only just over 6% associate being driven by financial
Employees’ professional growth & development
results as being a key aspect of good leadership. This
opinion is more commonly held by men and by those 41,4%
who plan to hold managerial positions. Only 18% of our Making a positive impact on clients/customers
respondents see having a positive impact on society 39,9%
as a key leadership attribute. This is more important Employees’ well-being
for women and for members of the youngest group 33,8%
of respondents with relatively little experience, as well as Investing in growth and driving business initiatives
for those who wish to create their own businesses.
29,6%
Improving efficiency/increasing productivity
Leadership priorities
21,1%
Respondents identified the top four leadership priorities
Developing new and innovative products and services
as first securing the long-term future of the organisation
(just under 44%), then employee development (42.5%,) 19,8%
then making a positive impact on clients (41.4%), and Making a positive contribution to local communities/society
finally assuring employees’ well-being (40%). Our older 11,7%
(especially between 25 and 30 years of age) and more Dealing fairly with its suppliers while ensuring they also behave in an ethical way
experienced respondents were more likely to prioritise 7,7%
employee development than their younger counterparts. Actively supporting the environment
3,9%
Making a positive contribution to local communities
Meeting short-term financial goals
should be a priority for business leaders, according
3,3%
to 20% of those surveyed. Among the least-selected
Prioritising their own personal income/rewards
factors were dealing fairly with suppliers while ensuring
they act in an ethical way (12%) and actively supporting
the environment (8%).
29First Steps into the Labour Market | 2021 International survey of students and recent graduates
Self-appraisal for leadership potential
More than 70% of the people we surveyed said that
Would your friends/colleagues describe you as a leader?
Definitely not
Making a positive contribution
to local communities should be
others may see them as leaders, while a mere 6% were
certain that they would not be seen as one. Surprisingly, Definitely yes No
1,4%
more of those aged between 18 and 22 than their older
counterparts believe they are perceived as leaders. 8,2% 4,8% a priority for business leaders,
Another surprise was that the gap between the views
of the men and women who answered this question was
smaller than might be expected. While 47% of males
according to 20% of those
surveyed.
Somewhat no
answered in the affirmative, they were exceeded by
the remarkably high proportion of women who did so 21,8%
(49%).
23,6%
Yes
40,3%
Somewhat yes
30First Steps into the Labour Market | 2021 International survey of students and recent graduates
Thinking about businesses around the world
Business agenda, ethics and important social Perception of business
issues They show stronger leadership than They focus on their own agenda
Nearly three-quarters (71%) of our respondents think governments on important social issues rather than considering wider society
that businesses around the world focus on their own
agenda rather than considering that of wider society.
This view is shared by almost 81% of Hungarian students
and 78% of their counterparts from France. Students
from Lithuania seem to have more faith in business
organisations – almost 40% of them believe businesses
55% 71%
do also consider the society in which they operate.
While 44% of our sample agree that businesses behave
in an ethical manner, 48% think otherwise. It is worth
noting that between 69% and 71% of respondents from
They take a strong leadership position
Hungary, France and Estonia do not associate ethics
on issues that impact wider society They behave in an ethical manner
with businesses activities. Students from Albania (23%),
Kosovo (31%), Romania and Moldova (35%) have far
more belief in the noble motivations of businesses.
Just over 44% of our respondents say they do not
agree with the statement that business leaders are 50% Their leaders are committed 44%
committed to helping improve society. Again, students to helping to improve society
from southern European states – Albania, Montenegro,
North Macedonia (almost 66%) and Kosovo (56%) – are
exceptionally positive when it comes to evaluating
leadership attitudes in this matter. By contrast, young
people from Hungary (almost 65%) and Estonia 44%
(74%) are again shown to have somewhat negative
perceptions of business leaders around the world.
31First Steps into the Labour Market | 2021 International survey of students and recent graduates
Having an impact on society Leadership on important social issues
Half of our respondents believe that businesses around When it comes to strong leadership on important
the world take a strong leadership position on issues social issues, comparing businesses with governments
that impact on wider society. Those from southern has some interesting outcomes. More than half (55%)
states – Albania, Montenegro, North Macedonia (almost of those surveyed believe businesses are doing better
70%), Kosovo and Serbia (each more than 64%) again in this area, while almost 12% of students cannot make
evaluated business attitudes in a more positive way a firm decision. Consequently, our respondents from
than their peers from Hungary (where 58% do not think Southern and Central European countries such as
business take a strong leadership position on issues Albania, Montenegro, North Macedonia (almost 65%
impacting wider society) and Estonia (where more than each), Bulgaria (more than 64%), Kosovo (65%), Poland
half the sample shares this view). (60%) and Slovakia (slightly above 59%) have a better
perception of business leaders than they do of their
governments. This view is shared by 45% of students in
France and Hungary. However, as 47% of respondents in
both these countries hold the opposite view, so the gap
in opinions is largely insignificant.
Nearly three-quarters (71%) of our respondents
think that businesses around the world focus on
their own agenda rather than considering that
of wider society.
32First Steps into the Labour Market | 2021 International survey of students and recent graduates
Age, gender and cultural diversity matters
While the age of a line manager does not play
a significant role for 35% of the young people who
Preferred age of a supervisor
More than half (55%)
participated in our research, almost 39% of all
respondents would rather to have a boss aged between
36 and 50. Age is not an important consideration
26-35
of our respondents think any
especially for those who have no managerial aspirations
and those who have not yet decided whether they want
24%
generation gaps are more
to work in a business owned by a third party or set up
a business of their own. Not surprisingly almost 30% Not important
35,1%
about mindset than actual
of younger respondents (22 and below) would like to
have managers who are younger (between 26 and 35)
than those preferred by their older colleagues. Older
age.
respondents – especially those between 25 and 30
(46%) – would prefer their managers to be in the 36-50
age group.
2,2%
Above 50
38,7%
36-50
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